Why Are Dealerships Struggling to Hire Technicians?

If your service bay feels like a revolving door—or worse, constantly short-staffed—you’re not alone. 79% of dealerships list service technician roles as their top recruiting challenge, and 66% say the technician talent pipeline is drying up.
(Source: Hireology, Canadian Auto Dealer)

Several factors are converging to create the “perfect storm”:

• An aging workforce of journeymen techs nearing retirement

• Limited enrollment in trade schools

• Rapid growth of electric vehicle (EV) service demands

• Intense competition between rooftops for the same shrinking pool of skilled workers

In short, supply is falling. Demand is climbing. And the cost of inaction is real.

Why This Shortage Hurts More Than You Think

A vacancy in your technician team isn’t just a short-term headache. It has a direct impact on:

• Fixed ops revenue: Missed hours = lost dollars

• CSI scores: Delays, rescheduling, and rushed work affect the customer experience

• Team morale: Overburdened techs are more likely to burn out or leave

• Recruiting costs: Replacing skilled workers can cost 1.5–2x their salary

Many dealers report that even a single open technician role can result in $10,000–$15,000 in lost gross profit per month.

What’s Working: Real Strategies from Real Dealers

To stay competitive, leading dealers are rethinking technician recruiting from the ground up. Here are strategies gaining traction:

1. Partner with local schools

Develop relationships with trade schools and automotive programs. Set up co-op placements or apprenticeships to build loyalty early.

2. Reinvent the offer

Signing bonuses help—but they’re not enough. Today’s techs are looking for:

• Flexible work schedules

• Career growth opportunities

• EV or hybrid certifications

• Tool allowance or tuition reimbursement
  
  

3. Upskill from within

Your next A-Tech might be working in detailing today. Building clear paths for growth and internal promotion helps you fill roles and retain employees who already understand your culture.

Bonus Tip: Don’t Just Recruit—Retain

Most turnover happens in the first 90 days. That’s where structured onboarding, manager feedback, and training access make the difference between someone sticking around or walking out.

Even if your recruiting game is strong, retention wins the long game.

How Software Can Support (Whether You Use DriveHRIS or Not)

No matter what system you use, look for tools that help you:

• Track applicants and their stage in the hiring process

• Centralize onboarding, training, and compliance documentation

• Monitor team performance and flag early signs of disengagement

• Create custom checklists and career pathways for technicians

If your team is still relying on inboxes, paper forms, or disconnected spreadsheets, you’re working harder than you need to.

TL;DR – Technician Shortages Are Solvable, But Only With a Plan

To recap:

• The shortage is real, widespread, and growing

• Recruitment must be proactive and strategic

• Retention is just as important as hiring

• Systems and structure are key to long-term stability

Whether you’re using DriveHRIS or another toolset, the goal is the same: build a technician pipeline before the shortage hits your bottom line.

👉 Want to learn how leading dealers are doing this? [Explore technician retention strategies with our team]